California's 2016 Fair Pay Act and What it Means for Your Business
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Gain a better understanding of the California's Fair Pay Act and keep your company compliant.
Effective January 1, 2016, California amended its Equal Pay Act to strip employers of many of the defenses traditionally used to ward off litigation attacking differences in wages based on sex. This topic will cover the basics of the new amendments, identify strategies for how to audit your pay systems to avoid costly litigation, and provide practical tips for ensuring compliance with the Act.
AuthorsDouglas J. Farmer, Esq., Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
California Equal Pay Act Basics - New Requirements for 2016
• Basic Legal Requirements for 2016
• How the Act Eliminates Most Employer Defenses
• Employer Use of Seniority, Performance and Quality of Work to Justify Wage Differences
• Employer Use of Factors Other Than Sex to Justify Wage Differences
How to Audit Your Pay Systems
• How to Identify Substantially Similar Jobs
• How to Determine Sex-Based Wage Differences
• Employer Defenses to Wage Differences
• Use of Statistical Analysis
• Taking Corrective Action
• Attorney Client Privilege and Audit Results
Other Requirements of the Act
• New Wage Disclosure Rights for Employees and How They Impact Your Policies
• How to Comply With New Record Keeping Requirements
• Damages Available in Civil Actions
• Damages and Statutes of Limitations